Today’s snippet from my Chautauqua:
I deeply appreciate what you have said so far, and value the perspective of talking from a very pro-active and positive set of values. However I would like to invite a bit of a turn in this conversation.
Do you have any Aloha-wisdom to offer about how team members and their managers should deal with bullying and conflicts among staff teams? What values might inspire how to manage such dysfunction among staff?
— Ann Lawless
I’m smiling as I write this, for the “turn” you are asking for in the conversation was actually a major stimulus in the initial writing of my book. There was a story to be told.
There is a recurring storyline in Managing with Aloha about a group of watermen called the Alaka‘i Nalu and my adventures in managing them. When they first came under my wing they were as dysfunctional a team as you would find, with conflicts both within the team and in their interdepartmental relationships. They’ve now received some notoriety having been featured in the book as a significant success story, and they tell everyone, “yes, we were Rosa’s guinea pigs.” However the truth is that they provided me with one of the best proving grounds for why managing with aloha works.
Bullying and conflict calls for immediate resolution, and in Hawaii there is a process for it that is called Ho‘oponopono: Pono is the value of balance and rightness, and when you bring people together in the Ho‘oponopono process you are facilitating the journey they need to take to rightness together. Managers must take responsibility for being the facilitators of Ho‘oponopono in their organizations as soon as the need for it rears its ugly head.